Role Overview

We are looking for a slightly senior Talent Acquisition professional who can independently own the complete TA function — from understanding hiring requirements and building sourcing strategies to closing candidates and ensuring a smooth joining experience.

This is not a pure execution/recruiter role. The person will work closely with business leaders and functional heads , understand the organisation's talent needs, drive hiring across functions and bring structure, speed and quality to the overall recruitment process.

The ideal candidate should be hands-on, commercially aware, comfortable working in a fast-paced setting and capable of taking complete ownership rather than waiting for instructions.

Key Responsibilities1. End-to-End Talent Acquisition

- Own the complete recruitment lifecycle from requirement understanding to candidate joining .
- Partner with hiring managers to understand role requirements, define ideal candidate profiles and align on hiring priorities.
- Develop sourcing strategies based on role seniority, function and talent availability.
- Independently manage multiple open positions across functions and levels.
- Drive the recruitment process with a strong focus on quality, speed and candidate experience .

1. Stakeholder Management

- Work closely with founders, business heads and functional managers on critical and recurring hiring requirements.
- Act as a talent advisor to hiring managers rather than functioning only as a sourcing partner.
- Push back and recalibrate requirements where necessary based on market availability and hiring data.
- Ensure clear communication and follow-ups across the interview and offer process.

1.



Sourcing & Talent Pipeline

- Build strong talent pipelines through Naukri, LinkedIn, referrals, employee networks, job portals and other relevant channels .
- Identify and map talent from relevant D2C, consumer, retail, e-commerce and startup companies .
- Build passive candidate pipelines for critical and senior positions.
- Experiment with new sourcing channels and approaches to improve hiring outcomes.

1. Hiring Process & Operations

- Own interview coordination, feedback tracking, offer management and joining follow-ups.
- Maintain accurate recruitment trackers and hiring dashboards.
- Track key recruitment metrics such as TAT, source effectiveness, offer-to-join ratio, closure rate and hiring funnel conversion .
- Identify bottlenecks in the hiring process and proactively improve them.
- Ensure a structured and consistent candidate experience.

1. Employer Branding & Talent Engagement

- Support initiatives to strengthen Knya's employer brand and talent visibility.
- Build relationships with relevant talent communities and potential candidates even when there is no immediate opening.
- Improve candidate engagement throughout the hiring journey.
- Support referral and other talent-attraction initiatives.

1. Building the TA Function

- Bring structure and process to the overall recruitment function.
- Create and maintain talent pools for recurring and business-critical roles.
- Develop hiring benchmarks and market intelligence around talent availability and compensation.
- Help build scalable recruitment processes as the organisation grows.
- Over time, take ownership of improving the overall TA strategy, processes and hiring capability .

📌 Recruiter (Mumbai)
🏢 Knya
📍 Mumbai